There's so much to commend in the Employment Rights Bill, but I'm pondering on what opportunities have been missed. Help me make a list. I'll start: * Miscarriage bereavement leave * Extension of pregnancy discrim time limit * Detriment/dismissal for anticipated protected disclosure
If you don't already follow Darren, now is the time to do so. You won't read better analysis of the various sets of provisions in the Employment Rights Bill. This article on the removal of the qualifying period, and what the "IPE" might mean, is excellent.
New post: Unfair dismissal as a 'day one' right: rangeofreasonableresponses.com/2024/10/11/t...
One of the features of the Employment Rights Bill that has attracted particular attention is the abolition of the qualifying period for unfair dismissal making it a day-one right (see Schedule 2 of…
I had a read of the Employment Rights Bill on a train journey back to London from Leeds this afternoon. It's an impressive effort and I'm guessing gives us youngsters an appreciation how it must've felt to be an employment practitioner in 1996.
Tomorrow is a "piece to camera" in the Supreme Court for the USDAW judgment handed down the other week. I'm not really sure why it's necessary to do a post-hand down intro to the judgment, but perhaps someone with greater knowledge of Supreme Court procedure will elucidate me.
If anyone wishes to instruct me on a case where it's agreed that my expenses include a luxury hotel, unrestricted food allowance and full access to the minibar, please feel free to contact my clerks. www.bbc.co.uk/news/article...
Coleen Rooney and Rebekah Vardy's dispute goes back to the High Court in a dispute over legal costs.
2/ HHJ Beard also bemoans the lack of guidance on filling in Pt 8 of the ET1 (the Particulars) & that often in LiP cases at present there's no useful alternative to EJs delving into the case at a PH & producing a list of issues for the parties to respond to if disagreeing - a time-consuming approach
Amber v West Yorks Fire & Rescue Service: EAT holds that the last 7 of the 9 principles set out in para 28 of Cox v Adecco apply equally to deposit orders as they do to strike out applications. assets.publishing.service.gov.uk/media/6703d6...
2/ In upholding an unfair dismissal finding, the EAT also found it not perverse for the ET to find bad faith in the employer saying it'd await a police investigation outcome before deciding on whether to dismiss but then making that decision before that investigation had concluded.
British Bung Manufacturing Co Ltd v King: EAT upholds finding that calling Mr K a "bald c#£t" was related to sex for harassment purposes. The fact that some women are bald didn't undermine that finding. assets.publishing.service.gov.uk/media/66fe7b...
